THE movie, ‘The Intern’ strikes a chord for everyone, nearing or past 60 years old, trying to apply for a job.
Retired widower and senior, Ben Whittaker, played by Robert De Niro, finds himself restless and yearning for something more than retirement. Despite his age, he proactively applied for a job at an online fashion startup which turned out to be an internship. Ben forms a unique bond with his young boss, Jules Ostin (Anne Hathaway), offering guidance and support while also learning from her and the younger generation at the start-up.
Ben learned new technologies and adapted to his new environment, showing that digital literacy is important for seniors to remain relevant in today’s workforce. The movie emphasizes the potential for mutually beneficial relationships between different age groups in the workplace.
Digitalization has seemed to democratize access to information and even more to opportunities to workers no matter what the age. Professional networking platforms like LinkedIn and online job boards allow everyone to explore a wider range of jobs, connect with potential employers beyond geographical limitations, and showcase their skills and experience to a broader audience.
The rise of remote working has also given seniors a better chance at getting hired while staying put. This allows for a strong work-life-balance for personal commitments and health considerations. This can be particularly appealing for those with caregiving responsibilities, live in far flung, rural areas or those with limited mobility.
In the U.S., workers aged 75 and older form the fastest-growing age group in the workforce. According to Pew Research this category of workers has quadrupled in size 1964, driven by improving health, changing workplace policies, and availability of work opportunities that are less strenuous, including online work. In Singapore, the ‘uncles’ and ‘aunts’ are an active part of the workforce, in fast food restaurants, mentoring and even security work. In Japan, the retirement age was expanded to 65 years old and new laws in 2021, is pushing to increase this to 70 years of age.
That is all good for seniors who already have jobs. How about those who have decided to get out of retirement or are actively pursuing a different line of work. Has digitalization really made it easy for seniors to find work?
One of the most pressing needs for seniors in the workplace is digital literacy or overcoming what turns out to be a perceived technology gap. While it is partly true that many older workers may not be as comfortable with technology as younger generations, and the need to navigate online platforms, use digital tools, and adapt to new technologies can easily be overcome, according to the Columbia University Mailman School of Public Health. It suggests that pairing workers with younger team members make for the development of stronger technology skills together.
Digital hiring platforms specially those run by artificial intelligence are prone to biases. One such bias is called ageism or age-related discrimination. Resume Now’s 2024 State of Ageism in the Workplace Survey polled 1,003 U.S. workers aged 40 and older to explore the impact of age-related discrimination. The findings revealed that 90 percent of respondents experienced workplace ageism, often leading to emotional and financial challenges. Nearly half, or 49 percent, reported earning less than younger colleagues, while 44 percent cited depression linked to these experiences.
Digital platforms and automated hiring systems reflect either how data is collected, categorized and processed. While online platforms may seem anonymous, biases can still seep through in subtle ways.
Michael Wilhide, MS, MB(ASCP) of the University of Cincinatti College of Medicine, in a LinkedIn post observed, “I’ve noticed some applications still ask for information like GPA and test scores, which seems irrelevant, especially for those of us who have been out of school for decades. And just today, I came across an application on Indeed that asked whether I was ‘involved in playing sports’ — another question that seems to indirectly hint at age.”
Even worst, recruiters and employers may make assumptions about a candidate’s abilities based on their age. The algorithms that develop from this data further perpetuate biases, thus disadvantaging older workers.
Most of the research on the digitalization of hiring and employment has primarily focused on general workforce trends, with limited specific attention to how digitalization affects the speed at which seniors secure employment. While digitalization has transformed job search processes—introducing online job platforms, digital networking, and remote work opportunities—there is insufficient scientific evidence to conclusively determine that these advancements have enabled seniors to find work more rapidly.
Based on the same research, digitalization may even present additional challenges for older job seekers. The increasing reliance on digital tools and platforms can create barriers for those less familiar with technology, potentially hindering their job search efforts. Then the automation of certain job functions—using AI, for example may disproportionately affect older workers, leading to job displacement and necessitating reskilling.
Seniors also have a clear number in their head of their worth financially and may find themselves competing with younger professionals who may have more recent technological skills or be willing to work for lower wages. This can make it more challenging for seniors to secure well-paying and fulfilling jobs.
While digitalization has created new opportunities for seniors, it has also presented new challenges and exacerbated existing issues like ageism. Digital platforms alone cannot fight age discrimination. Human inputs and intervention build bias which is mirrored by machines. Only when algorithms are taught to fight ageism, can seniors truly benefit from the digital age.
The job market must support seniors in acquiring digital skills, combating age discrimination, and navigating the evolving job market to ensure digitalization becomes a tool for inclusivity and empowerment for older workers. But seniors need to do their part too. By adapting and learning what the digital citizen is, and how to become one.
